According to Bersin & Associates — a research and advisory consulting firm with more than 25 years of experience in enterprise learning, technology, and HR business processes — almost 60% of companies recently surveyed cited the need to create and drive a high-performance culture as their most urgent talent issue.  In past business cycles, Bersin & Associates saw this same effect — when a company sees its competitors growing, leadership focuses on making sure the entire team is functioning at top performance.

You know that you already have people in your organization who are your Top-Performers.  They usually represent about 20-25% of your workforce.  As you hire new people, your goal is always to hire a Top-Performer, but the reality is that only about 1 in 4 of the people hired end up becoming a Top-Performer.  In your quest to create and drive a high-performance culture, as you hire, what if you had information to significantly increase your odds of finding and hiring talent that looks just like the Top-Performing people in your organization??

Let’s first take a look at the Top-Performing people in your organization.  If you have done an excellent job of selection in the past — using the standard tools of interviewing and background/reference checks — statistics show that you have a 25% chance of hiring a Top-Performing individual.  That makes sense because if you company is like the others in the marketplace, roughly 20-25% of your current performers are Top-Performers.  The balance of your workforce is average or below-average.

Now, let’s consider the applicant pool:

• 56% of working people admit they have lied to their supervisors
• 41% say they have falsified records
• 64% admit using the Internet for personal reasons during working hours
• 35% have stolen from their employers, by their own admission
• 31% abuse drugs or alcohol

We have two tools that can help you sort through these applicants and find your new class of Top-Performers.  The first tool assesses the integrity, substance abuse, reliability, and work ethic admissions of the applicant and the second tool allows you to compare the applicant to other Top-Performing individuals in your company. By using these two tools you can start increasing your 25% chance of hiring that Top Performer — to 75%.

Here are those two tools:

1. The Step One Survey II (SOS II) is a scientifically designed assessment tool that evaluates job applicants attitudes for integrity, substance abuse, reliability, and work ethic. The SOS II empowers you with a structured system to objectively obtain better information, identify the best candidates, and conduct better interviews.  http://www.royalmountainresources.com/products-and-services/step-one-survey-ii.
2. The ProfileXT (PXT) assessment first compares an individual against the statistical database of over 600,000 people.  It can then measure how well an individual fits specific jobs, or specific talent pools, or specific leadership positions, all in your organization.  The “job matching” feature of the PXT is unique, and it enables you to evaluate an individual relative to the qualities required to be a Top-Performer in a specific job or a specific pool of jobs, unique to your company.  http://www.royalmountainresources.com/products-and-services/profile-xt.

Both these tools are extremely cost-effective, and are available through the most sophisticated Internet delivery system in the industry. The predictive reliability and validity scores of our assessments are the highest in the assessment industry.

If your number one challenge is hiring Top-Performing individuals to enhance a high-performance culture, we have the tools to help you make it happen.

Call or email me today.